Industry Trends

A notepad that reads "We're Hiring" and text reading "Labor Shortage Solutions: Learn How Some Businesses Found Success"

Labor Shortage Solutions: Learn How Some Businesses Found Success

Labor Shortage Solutions: Learn How Some Businesses Found Success 1016 528 Sprockets

Employees are the lifeblood of a business, so what do employers do when workers quit in record numbers and their applicant pool dries up? Unfortunately, many have been forced to reduce their hours or simply shut down due to the labor shortage. Many others, however, have thrived despite the labor crisis.

Below, find some potential strategies for dealing with a tight labor market, including the proven solution that top brands like Bojangles trust to hire and retain employees: Sprockets. Our hiring platform empowers businesses to boost employee retention by 43% and spend 37% less time on the hiring process. What would you do with that extra time and peace of mind?

Why Is There a Labor Shortage?

The truth is that there’s no simple, single explanation for what is causing the labor shortage. Of course, many people point to things like health concerns, federal unemployment benefits, and low wages. 

It’s a combination of these factors as well some often-overlooked reasons, like the desire for more work flexibility, a childcare crisis that’s forcing parents to stay home, and early retirements. Industries like food service and hospitality are especially struggling with what has been termed “The Great Resignation,” stemming from entry-level workers questioning what they really want to do with their careers.

What Can Businesses Do to Solve Staffing Problems?

However you choose to slice the staffing crisis, businesses are desperate for solutions. And, it’s not as simple as posting jobs on Indeed, crossing your fingers, and waiting for the applications to roll in. (Although, wouldn’t that be great?) Employers must get creative with out-of-the-box recruitment strategies or shift their focus off of recruitment entirely. Here are some ideas:

The Hiring Solution That Top Brands Trust

At the end of the day, you can’t flip a switch and amplify your recruitment funnel. But imagine you need to fill a position ASAP and only get two applicants — they both seem the same on paper, but one will succeed and stay longer than the other. You can’t afford to make the wrong decision, especially during a labor shortage.

So, don’t risk relying on your gut feeling. Know for sure who will be the right fit for your business by using the Sprockets hiring platform. Top brands trust it to make more informed hiring decisions and thrive despite the labor crisis, including a Bojangles franchise group that achieved 95% employee retention and uncovered $134,000 in savings in only 90 days!

Get a free demo of the Sprockets platform today so you can stabilize staffing levels!

Sprockets technology top match
Someone pointing to a sign that reads "2022 GOALS" and text reading "New Year’s Resolution for Businesses: Hire Smarter in 2022"

New Year’s Resolution for Businesses: Hire Smarter in 2022

New Year’s Resolution for Businesses: Hire Smarter in 2022 1016 528 Sprockets

To all the owners and operators who struggled with staffing in 2021: It’s time to turn over a new leaf by reducing employee turnover in 2022. Don’t worry — it’s easier than you might think. Simply follow the steps below to hire applicants who will succeed and stay long-term. Numerous other businesses have thrived despite the labor shortage by listening to our advice, so what do you have to lose besides the headaches caused by a stressful hiring process? (We doubt you’ll miss those, though.)

3 Steps to Stabilize Staffing Levels in the New Year

1. Save Time by Implementing Hiring Tech

If it feels like there’s not enough time in the day to focus on the hiring process with everything else you need to worry about, you might want to look into tech solutions. Recent advancements have enabled numerous businesses to thrive despite the labor crisis, and technology is only becoming more necessary as time goes on. 

Stay ahead of hiring trends and save valuable time by checking out some of the options we outline in our guide to must-have hiring tech. You’ll discover proven solutions to optimize every step of your process, from screening to scheduling employees.

2. Boost Applicant Flow by Optimizing Job Postings

It’s more important than ever to make your employment opportunities stand out from the millions of other businesses desperate to hire workers. One of the best ways to accomplish this is by creating job postings that resonate with your target audience, shine a light on your company’s differentiating factors, and even contain the right keywords for search engine optimization. It’s also crucial to be selective about the job boards for your advertisement. 

These often-overlooked details could mean the difference between having high-quality candidates to choose from or feeling forced to hire anyone who submits an application. View our free guide on crafting effective job postings to ensure you maintain healthy staffing levels in 2022.

3. Improve Employee Retention by Focusing on Fit

The final and most important step to boosting employee retention in the new year is to focus on fit. For those of you who are unfamiliar with this, fit refers to how well a potential hire would perform in a given role and mesh with the current team. Finding the right fit, as opposed to traditional recruiting methods, involves identifying applicants’ soft skills, like communication and collaboration. A candidate’s mental makeup often proves to be more important than industry experience, essentially putting the relevance of resumes into question with the modern hiring process. 

It’s possible to hire for fit even with a shallow applicant pool. You just need to know what to look for in candidates — or have Sprockets’ AI-powered platform do the work for you. Learn all about it in our guide on how to reduce costly employee turnover.

Achieve All Three With One Proven Solution

Here at Sprockets, our New Year’s resolution is to help you achieve yours! Our hiring platform enables you to accomplish all of the above goals and so much more. Sprockets’ Applicant Matching System reveals which applicants will perform like your top-performing employees, helping you make more informed hiring decisions and improve employee retention. We even have Virtual Recruiters that can review and optimize your job postings to give you a better chance of attracting the right candidates for your business. 

If it sounds too good to be true, feel free to check out the testimonials and success stories from some of our many happy customers. And, make sure you get a free demo of our platform to see for yourself!

Sprockets technology top match
People on a video call on a laptop with text reading "3 Things Employers Need to Know About Video Interview Software"

3 Things Employers Need to Know About Video Interview Software

3 Things Employers Need to Know About Video Interview Software 1016 528 Sprockets

One of the worse mistakes you can make as a business owner or manager is to follow outdated hiring practices. Technology is rapidly changing the hiring space, and it’s crucial to stay ahead of trends so that you can attract high-quality workers before your competitors. For instance, many employers have started using video interview software to screen applicants in a timely manner while easing social-distancing concerns due to the COVID-19 pandemic. 

Learn everything you need to know to conduct successful video interviews below (and discover how our AI-powered platform empowers you to make the best hiring decisions every time without the need for interviews!)

The Employer’s Guide to Video Interview Software

Video Interview Platforms

A recent Gartner HR Survey revealed that a whopping 86% of organizations use virtual tech for interviews. So, what do you do if you’re among the group of businesses that have yet to implement video interview software? The first step is to decide which video interview platform to use. There are several options, each with its own individual pros and cons. Here are some of the most popular options to explore:

  • Spark Hire: This platform is great for live interviews as well as one-way interviews where applicants can self-record responses to your questions. It also makes it easy to rate and organize interviews.
  • Willo: Conveniently schedule several one-way interviews at once by uploading a spreadsheet of applicant information.
  • Avature: Schedule, conduct, and evaluate interviews from within a single platform.

Of course, you can always stick to the tried and true video applications, like Skype, Zoom, and Google Meet. The best part about these applications is that many of your applicants will already have experience with them, and there’s no tricky setup process.

Video Interview Questions

While every business should cater its interview questions based on their industry and the open position, there are a few general suggestions we can provide. First of all, try to avoid asking simple, yes-or-no questions. These answers won’t offer much insight into the applicant’s personality, work ethic, or suitability for the role. Try asking these open-ended interview questions to evaluate soft skills:

  • What are the three most important aspects of a job, in your opinion?
  • How have you handled urgent problems in the past when your supervisor or manager was away?
  • How do you typically handle having to juggle and prioritize multiple tasks at once?
  • Can you tell us about a time you ran into a challenge with a coworker and how you solved the situation?

Video Interview Tips

Conducting a video interview is not the same as talking to someone in-person, and there are a few things you should know before setting up the video call. First of all, make sure you set up your interview platform correctly so you don’t run into any technical issues mid-interview. Clearly communicate this to the interviewee, as well, so they can do the same. Also, it’s a good idea to discuss your intended interview questions with any other team leaders and stakeholders at your company. This improves collaboration and ensures you make an informed hiring decision. 

Finally, make sure you dress appropriately. You’re “selling” the position and company to the job seeker just as much as they need to convince you that they’re the right person for the role. The last thing you want to do is accidentally stand up to reveal you’re wearing tattered sweatpants (or worse) below your suit and tie. It’s not just embarrassing — it makes you and your company seem unprofessional, potentially sending a job seeker to one of your competitors.

Identify the Best Applicant Without a Single Interview

Someone on a laptop hiring hourly employees with SprocketsVideo interviews can be complicated and don’t always reveal enough information about applicants. Luckily, Sprockets’ AI-powered platform identifies who will succeed and stay long-term like your current top-performing employees — all without you having to conduct a single interview. It’s trusted by top brands, like Chick-fil-A and Taco Bell, and integrates seamlessly with popular HR tools such as TalentReef and McHire. Plus, Sprockets users see an average 43% boost in employee retention!

A phone with a QR code next to food and text reading "How Has Technology Changed Restaurants?"

How Has Technology Changed Restaurants?

How Has Technology Changed Restaurants? 1016 528 Sprockets

It’s easy to see how innovations like smartphones and social media platforms have changed the way we socialize, but what about the dining experience? How has technology changed restaurants? It’s crucial for owners and operators to explore this topic so they can learn lessons from the past, stay ahead of the latest trends, and implement the best solutions for their business. Find out everything you need to know about innovations in the restaurant industry and schedule a free demo of our hiring platform to discover how technology can boost your employee retention by 43%!

Restaurant Technology and Trends

1. Mobile Ordering

Looking back now, the world seemed entirely different just five or ten years ago. The idea of ordering food on a phone before going to the restaurant might have seemed absurd. Fast-food restaurants and technological advances have changed that.

The first major tests with mobile ordering began in 2014 when Taco Bell and Outback Steakhouse announced that customers would be able to order using an app so their food would be ready when they arrived at the restaurant. The popularity of mobile apps for restaurants caught on, and many companies have created their own apps since then.

The trend grew steadily over the next few years but skyrocketed since the COVID-19 pandemic created challenges for eating inside restaurants. Thanks to new technology in the foodservice industry, we could be looking at the future of restaurants and food delivery. Ten years from now, people might wonder why people ever waited to get to the restaurant before ordering at all.

2. Self-Service Kiosks

In addition to mobile ordering, many restaurants have implemented self-service kiosks. These can be free-standing displays at the front of QSR establishments or touch-screen devices at tables. These kiosks make it more convenient for customers to order food and pay their bills. It can also help speed up operations by saving time in the ordering process.

While this new technology in restaurants has been met with some concerns that it replaces human labor and eliminates jobs, this isn’t the case. It simply enhances the experience for employees and enables them to spend more time providing spectacular customer service. The technology will also prevent the staff from being overworked and lead to a better work-life balance.

3. QR Codes

While paying through a tablet or a phone app is a popular solution, some restaurants have chosen another route and created a payment method based on QR codes. Every restaurant does this their own way, with some of them putting the codes at every table and others having a few codes posted in specific locations at the restaurant.

These QR codes can be scanned from a phone and will open an interactive menu. After ordering, you can then easily pay for your food. They are a great way to save time and, much like a self-service kiosk, should help keep your workers from getting overwhelmed.

4. Scheduling Technology

Poor planning can turn a successful business into a disaster overnight. The good news is that we now have more technology to help with time management. Scheduling software is a great way to manage employees and decide what shifts they should work without spending hours staring at a computer document or calendar.

Much of this software can even be found in the form of phone apps, which makes it that much more convenient. Phone app or not, these types of software solutions often come with some very useful features, like a group messaging function that you can use to communicate with employees and an availability tracker to remind you which employees can and can’t work certain shifts.

5. Voice-Assisted Ordering

Ever since the creation of voice-assisted technologies, such as Siri or Amazon’s Alexa, people have been looking for new ways to incorporate voice technology into their lives. One interesting innovation in the restaurant industry has been voice-assisted food ordering.

This technology is convenient for customers and allows restaurant workers to track customer orders and note any dietary needs they might have. This allows the staff members to get their customers the foods they like as quickly and safely as possible. Some voice-assisted ordering solutions even suggest additional items that the customers might want to pair with their meal, creating a better customer experience and generating additional revenue for the restaurant.

6. Sprockets’ Predictive Hiring Platform

Someone on a laptop hiring hourly employees with SprocketsProductive employees are the gears that make your restaurant run as efficiently as possible, and Sprockets makes it easy to build these top-notch teams. Our AI-powered platform uses a brief, three-question survey to identify which applicants will succeed like your top performers. Then, you can simply look at the red-yellow-green scoring system to see who you should hire. It empowers you to make the best hiring decisions every time and improves employee retention by an average of 43%. Get your free demo today!

A business conference and text reading, "Sprockets Joins the National Owners Association to Better Serve Customers and the Community"

Sprockets Joins the National Owners Association to Better Serve Customers and the Community

Sprockets Joins the National Owners Association to Better Serve Customers and the Community 1016 528 Sprockets

Restaurants have struggled with costly employee turnover for years, and staffing challenges have only gotten worse with the recent labor crisis. So, we decided to double down on our efforts to meet the needs of businesses. In addition to continuously upgrading our hiring platform, we’ve become a member and supplier partner of the National Owners Association (NOA). This is a major step on our mission to create a more equitable, efficient hiring process that improves the experience for employers and applicants alike.

What Is the National Owners Association?

NOA is a group of restaurant owners and suppliers that collaborate on issues such as finances and franchising to improve the system for all parties involved. That includes the owners, their employees, and their customers. Guided by their core values of integrity, honesty, transparency, and respect, members are able to share expertise as well as find guidance and inspiration from each other. We’re proud to be part of this organization and celebrated our new membership with a charitable donation of $2,000 to the Ronald McDonald House, on behalf of NOA, to help families in need.

What This Means for You

We strive to get better every day for the sake of our customers, and joining NOA is part of that ongoing process. Our membership allows us to attend meetings, view industry insights, and communicate with foodservice professionals to better understand the challenges they’re facing and solve them even more effectively. Look for us at the NOA Annual Meeting — we’d love to meet and show you how Sprockets can boost your employee retention by 43%!

Stabilize Staffing Levels With the Sprockets Platform

Someone on a laptop screening high quality candidates

Of course, you don’t have to wait to see us at the NOA Annual Meeting to solve your staffing challenges with Sprockets. We’re more than happy to give you a free demo of our hiring platform. In only 15 minutes, you’ll discover how Sprockets empowers you to make the best hiring decisions every time by revealing which applicants will succeed like your top performers. It even integrates with popular HR tools, like McHire!

A banner reading "3 Restaurants Now Offering Subscription Programs for Customers" sits in front of a Taco Bell restaurant

3 Restaurants Now Offering Subscription Programs for Customers

3 Restaurants Now Offering Subscription Programs for Customers 1016 528 Sprockets

Are you struggling to maximize sales at your fast-casual or quick-service restaurant? Consider spicing things up at your restaurant with a subscription-based incentive! Continue reading to discover which restaurants currently offer fast-food subscription programs and why it’s worth considering for your own business. Plus, find out how you can start building strong teams that will succeed and stay long-term. 

Give your customers excellent service every time by hiring the best employees. Sprockets’ hiring solution reveals what makes your top performers succeed, ultimately empowering owners and operators to make more informed hiring decisions and boost employee retention by 43%. 

 

 

1. Taco Bell’s Taco Subscription

Let’s taco ‘bout Taco Bell’s newest fast-food subscription service: The Taco Lover’s Pass! Subscribers can enjoy one FREE taco each day for 30 days when they download the Taco Bell app. The taco subscription is just $5 to $10, depending on the location. Taco-fanatics can treat themselves to seven different types of tacos, including the Crunch Taco, Crunch Taco Supreme, Soft Taco, Soft Taco Supreme, Doritos Locos Tacos, Doritos Locos Tacos Supreme, and Spicy Potato Soft Taco. Although Taco Bell’s subscription plan is currently only available in select Arizona locations, Taco Bell’s taco subscription might make its way to all 50 states. 

2. Panera: MyPanera + Coffee

Is coffee the fuel that helps your business run? You and your employees might love – and learn a thing or two – from Panera’s new monthly subscription. MyPanera + Coffee subscribers can get free, hot or iced coffee through 2021. Then, they can sip unlimited coffee in any flavor for just nine dollars a month starting January 1. To join, customers just need to create or sign-in to their MyPanera account, select their subscription plan, and order their favorite drink. They can receive free coffee every two hours via drive-thru and unlimited refills in the restaurant. Subscribers can pair their beverage with a bagel, muffin, or any breakfast item for the perfect combo (and some bonus revenue for the restaurant).

3. On the Border Mexican Grill and Cantina: Queso Club

In ques(o) you didn’t know, On The Border Mexican Grill and Cantina is offering 365 days of free queso for just one dollar. People can get their hands on free queso for a year by signing up for a Border Rewards account. Then, the next time they’re enjoying a bowl of queso in their restaurant, they can subscribe to the $1 Queso Club and enjoy an entire year’s worth of FREE QUESO. And, in case you think this is a cheesy deal, Border Rewards members also receive personalized rewards, sneak peeks to VIP events, and challenges! Subscribers earn one point for every dollar they spend in the restaurant which they can redeem for discounts on food and drinks.  

Monthly Restaurant Subscription Benefits

Of course, these restaurants aren’t the first to dabble in subscription services. Several benefits can arise from fast-food subscription programs, including:

  1. Increased Revenue: When customers visit the restaurant to retrieve their free taco or cup of coffee, they will likely purchase additional items to make it a meal. 
  2. Customer Loyalty: The brand is able to connect to their customers – both new and current – in an engaging way, increasing customer loyalty. For example, 35% of Panera’s subscribers were new customers. 
  3. Competitive Advantage: Subscriptions like Taco Bell’s taco plan can set your brand apart from competitors, especially during a labor crisis. 

Subscribe to Sprockets and Save on Costly Employee Turnover

While we aren’t giving away free queso or tacos, we are empowering restaurant owners and operators to predict applicant success and build better teams. Our AI-powered solution is trusted by top brands like Taco Bell and Chick-fil-A to reduce employee turnover by an average of 22%. Would you like to save time and money so you can allocate resources elsewhere and focus on daily operations? Check out our Guide to Employee Turnover to learn about proven strategies, including implementing Sprockets!

 

A man looking at his empty wallet with text reading, "The Importance of Investing in Your Employees' Financial Wellness"

The Importance of Investing in Your Employees’ Financial Wellness

The Importance of Investing in Your Employees’ Financial Wellness 1016 528 Sprockets

As much as you’d like your employees to leave personal issues at home and give 110% in the workplace, it’s easier said than done. This request becomes even more unrealistic when the two are linked, like problems with employee financial wellness. Employers who wish to improve their company culture, morale, and productivity must address these types of issues. And, it’s not as simple as telling workers to forget their worries. Discover the real, quantifiable effects of financial stress on employees and help ease concerns with the strategies below.

How Financial Wellness Affects Employees

Someone’s financial situation influences much more than their bank statement. Studies show that monetary issues cause severe stress, anxiety, and depression. It can even weaken your immune system and impair your decision-making. This is especially concerning when you consider that an estimated two-thirds of Americans experience financial stress. Employers must recognize this issue and reduce the negative impact on their employees’ physical and mental health.

How It Impacts Your Business

The COVID-19 pandemic prompted a comprehensive study by PwC that yielded some shocking statistics about employee financial wellness. For instance, 45% of workers dealing with financial challenges reported being distracted in the workplace, and 72% said they would leave their jobs for another company that cared more about their financial well-being. Plus, since the stress weakens their immune systems, it’s more likely for people to get sick and need to take time off unexpectedly. Improving the financial wellness of employees benefits your business by potentially boosting productivity, increasing retention, and avoiding the costs of turnover. It may even help with applicant flow if job seekers see that your company values its workers.

How to Fortify Their Finances

There are various employee financial wellness programs and initiatives that you should consider implementing at your company if you haven’t already done so. One idea is to raise wages for hourly workers like McDonald’s and other fast-food restaurants have done. You can also boost morale and put some extra money in people’s pockets when they need it most by giving workers holiday bonuses. Additional employee benefits can include financial education, access to financial advisors, and even tuition reimbursement. 

Discover More Employee Retention Strategies

The Franchisees' guide to Employee TurnoverThere are several reasons why financial wellness is a must-have employee benefit, including the positive impact it can have on retention. That means less time and money spent on the hiring process. If you’d like to learn more ways to improve employee retention, then make sure you check out The Franchisees’ Guide to Employee Turnover! You’ll discover the hidden effects of turnover, common causes, and proven strategies to conquer this costly problem.

A man and woman in an interview and text reading, "It’s Time to Rethink the Relevance of Resumes"

It’s Time to Rethink the Relevance of Resumes

It’s Time to Rethink the Relevance of Resumes 1016 528 Sprockets

Resumes have been used to evaluate job applicants for so long that it might be tough to imagine a hiring process without them. Do they really tell the whole story of a person, though? A single piece of paper cannot sufficiently describe someone’s experience, personality, and potential. While resumes can still help you quickly find candidates with the right technical skills, they shouldn’t be the sole focus of your search. 

Relying on resumes and gut feelings from interviews can result in bad hiring decisions and costly employee turnover. Luckily, Sprockets’ AI-powered solution can reveal the ideal applicants without either one! Our software uses the mental makeup of your best employees to evaluate potential hires and predict applicant success with pinpoint precision.

Resumes: Important Tools or Flawed Resources?

They Are Time Consuming

Anyone who has written a resume is familiar with the headaches involved in finding the right layout, creating several drafts to perfect the language, and constantly updating it with new information. (Resume writing services are popular for a reason!) However, is it worth all the time and effort people put into them?

Recent research shows that employers only look at resumes for six to seven seconds, on average. And, even though that sounds brief, the time can really add up for the employer, as well, when they have a whole stack of resumes to read. Instead, they could be focusing on important daily operations.

So, where do we go from here? One popular option is to use LinkedIn for “resumes.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles contain a lot of key information about candidates, they’re easily skimmable, and employers can filter potential hires based on certain keywords, like workplace skills or job titles.

They Might Have False Information

An estimated 40% of job applicants have lied on their resumes — a concerning statistic for employers. You don’t want to hire someone who is unable to fulfill a certain role and then find out after you’ve gone through the entire onboarding process. Aside from intentional lies, many resumes also simply contain outdated information. It’s tedious for people to consistently update their resumes, so some choose not to change details or just forget. Essentially, you can’t trust everything you see on someone’s resume. Plus, they don’t reveal vital details about a person’s personality or potential.

They Add Potential Bias

It’s also difficult to avoid first impression bias when reviewing someone’s resume. Humans are, of course, flawed and have implicit biases in one way or another. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way.

Eliminate the Need for Resumes With Sprockets!

Someone on a laptop hiring hourly employees with SprocketsAvoid all the potential problems that resumes pose in the hiring process by using Sprockets’ AI-powered solution. Our software doesn’t require resumes or interviews to identify the best hires and boost retention by an average of 43%. It uses the mental makeup of your current top-performing employees to automatically evaluate incoming applicants, revealing who will succeed and stay long-term. Plus, the seamless integrations with popular tools like McHire and TalentReef make it a breeze to add to your current process.

Schedule a free demo today to start making smarter hires and reduce costly turnover!

A student at a career fair with text reading, "5 Best Practices for Recruiting College Students"

5 Best Practices for Recruiting College Students

5 Best Practices for Recruiting College Students 1016 528 Sprockets

If you’re struggling with staffing challenges, the solution might be closer than you think: local colleges. They are often overflowing with potential hires who are eager to find seasonal work or accept a full-time position shortly after graduation. However, recruiting college students might be more complicated than you think. It’s important to follow these best practices to ensure you find the best employees for your business.

Of course, you can always just use Sprockets to quickly stabilize staffing levels. Our AI-powered platform augments sourcing and reveals the best applicants without any stress, guesswork, or wasted interview time.

The Ultimate Guide to Recruiting College Students

1. Know Your Audience

Recruiting 101: You need to think like your target audience to advertise opportunities effectively. While people of all ages could be college students, the majority of them are members of Generation Z. So, what do Gen Zers want in a job? 

First of all, you can take the word “job” out of your vocabulary. They are searching for careers with growth potential. While 76% of surveyed Gen Zers said they’re willing to start at entry-level positions, 64% also said the opportunity for growth is one of their top priorities when selecting a workplace. Make sure you offer them chances to climb the ladder and promote this in your job description, along with the pay rate, benefits, and workplace culture. These are among the top details job seekers want to see.

2. Engage With Local Schools

Don’t simply post on Indeed or other popular job boards and wait patiently for people to apply. Take the initiative of engaging with nearby colleges and universities! This can take many forms, including attending career fairs and speaking with students, posting information on bulletin boards, and networking with school staff who might know potential hires. 

3. Use Social Media

Many college students are tech-savvy and spend time on various social media platforms. They’re not just chatting with friends and sharing pictures, though. These websites may also be where they read the news and network with peers or industry professionals. Use this to your advantage by creating profiles for your business and maintaining a consistent social media presence. 

We also recommend running paid ads on these websites to attract potential applicants. It can actually be more cost-effective than paying for job boards (unless you’re using Sprockets to avoid these fees!)

4. Prioritize “Fit”

Don’t be overly concerned about industry experience, especially with college students. Applicants with no experience can turn out to be the best hires! It’s much more important to focus on an applicant’s personality traits and “soft skills” to ensure they’ll mesh well with the team and thrive in the work environment.

5. Use Sprockets to Reveal the Ideal Applicants

A staff meetingDon’t worry if you’re too busy to create a college recruitment strategy and read through a pile of resumes. Sprockets can handle the heavy lifting of the hiring process! Our sophisticated solution lets you post jobs for free to several websites and reveals which applicants are most likely to succeed. It’s like replicating the talent of your current top-performing employees!

Schedule your free demo today to live a life with less turnover, ultimately saving you thousands of dollars each year.

A woman on a laptop with text reading, "How to Prepare Now for Hiring Seasonal Staff for the Holidays"

How to Prepare Now for Hiring Seasonal Staff for the Holidays

How to Prepare Now for Hiring Seasonal Staff for the Holidays 1016 528 Sprockets

Thousands of seasonal staff members are hired each year during the holidays. These seasonal employees may be at a business for two weeks or up to two months. No matter the length of employment, some of them will be identified as top-notch workers. In order to keep having great seasonal workers, take some time now to prepare properly. Let’s review what you need to do to prepare for the seasonal hiring process and how to set yourself up for a successful, productive holiday season.

5 Tips for Hiring Seasonal Employees

1. Assess Your Needs

The first thing to do is reflect on the past seasons when you needed extra help. Consider the strategies you used and how effective they were. Think about the challenges you faced as well as the success you accomplished. It will be helpful to analyze efforts in the previous couple of years, if possible. That way, you can get an idea of how many seasonal employees you must hire.  

2. Identify Who You Want to Return

As you monitor your seasonal staff members throughout the holidays, take notes. Are they consistently punctual? Do they help customers with a positive attitude? Have you received any complaints about them? (When thinking of which seasonal employees you’d like to return, remember that you should make it known before they leave!)

3. Start Early

Aim to get the best seasonal hires before your competitors snatch them up. This means that you have to start hiring early. Give yourself a hiring window of at least two to three months. The following are some of the things you can do during this time period: 

  • Create Optimized Job Descriptions: The focus and details of the job description should be similar to that of year-round employees. Include the total period you need each seasonal employee for and whether there is a chance for their position to be permanent.   
  • Get Creative With Seasonal Hiring Strategies: Consider offering referral incentives to your current employees and customers. Or, reach out to previous seasonal staff members to find out if they are still interested this year.
  • Conduct Effective Interviews: Just because you are hiring seasonal employees does not mean you should overlook the interview process. Otherwise, you could miss out on selecting candidates who have the best skills and match your organization’s culture.
  • Screen Your Applicants: Examine your candidates carefully by thoroughly checking their resumes, contacting their references, and, if possible, conducting background checks. This ensures that you don’t end up with bigger issues after hiring them.

4. Conduct a Positive Onboarding Process

You should set clear expectations to ensure that your seasonal staff knows what is expected of them. Make sure that you also clarify that the position is temporary so that they don’t get disgruntled later on. Additionally, train and mentor the seasonal staff properly and give them time to settle in to be able to work efficiently when the rush hits. This ensures that you do not become disappointed when you need them the most.

5. Conduct Exit Interviews

At the end of the holiday season, be sure to conduct exit interviews (or online surveys) with all seasonal employees. This exit interview should help you understand how to attract and retain other employees in the future. The following list of questions is a good place to start:

  • How did you hear about this job opening?
  • Why were you interested in this job?
  • What was your favorite part of the job?
  • Was there anything you wish you could change about the position?
  • Do you have any feedback for management?
  • Are you interested in returning next year?

The answers to these questions should give you the information you need to make smarter hiring decisions. If the majority of people heard about the job opening through a social media post, try sponsoring posts next year to reach more people. When candidates tell you what they liked most about the job, be sure to emphasize that information in the job description! It’s important to keep in mind that getting information is only helpful if you decide to take action based on it.

Discover the Ideal Applicants Before Interviewing Them

A woman on a laptop hiring applicantsYou have enough to worry about without having to dedicate time to the tedious hiring process. Let Sprockets handle the heavy lifting with our AI-powered hiring solution. We offer free job postings to augment sourcing as well as a sophisticated applicant matching system that reveals who will perform like your top employees. Plus, you can get alerts when an ideal match is found! The list goes on, but you don’t have to take our word for it. Simply see what all of our happy customers have to say!

Schedule a free demo now to start hiring the best seasonal employees for the holidays.